Employer Compliance Checklist

Labour Laws Amendment Bill, 2025

1. Employment Status & Contracts

• Review all independent contractor and gig worker arrangements.
• Assess whether workers may now be legally classified as employees under the new presumption of employment.
• Update contracts to reflect employee rights (leave, UIF, minimum wage, etc.).

2. Leave Policies

• Transition from separate maternity/paternity leave to shared parental leave.
• Update HR manuals and payroll systems to accommodate shared entitlements.
• Train managers on equitable application of parental leave.

3. Working Hours & Overtime

• Audit current working hours and overtime practices.
• Ensure compliance with revised Basic Conditions of Employment Act (BCEA) provisions.
• Adjust rostering systems to reflect new rest periods and overtime rules.

4. Wages & Equity

• Benchmark wages against updates to the National Minimum Wage Act (NMWA).
• Strengthen monitoring of pay equity under the Employment Equity Act (EEA).
• Prepare for stricter enforcement and penalties for non-compliance.

5. Benefits & UIF

• Ensure all eligible workers are registered for Unemployment Insurance Fund (UIF) contributions.
• Update payroll systems to capture new categories of employees.

6. Risk & Compliance Management

• Conduct a gap analysis of current labour practices against the Bill.
• Update governance charters and HR policies.
• Train HR and line managers on new obligations.
• Establish monitoring systems for ongoing compliance.

7. Stakeholder Engagement

• Communicate changes clearly to employees, contractors, and unions.
• Prepare FAQs or briefing notes for staff to avoid confusion.
• Engage with industry bodies to stay updated on implementation guidance.